{"id":9148,"date":"2022-10-28T12:11:53","date_gmt":"2022-10-28T11:11:53","guid":{"rendered":"https:\/\/backup.altanalaw.com\/?p=9148"},"modified":"2022-10-28T12:11:53","modified_gmt":"2022-10-28T11:11:53","slug":"evidence-of-discrimination-in-the-workplace","status":"publish","type":"post","link":"https:\/\/backup.altanalaw.com\/ja\/medias\/evidence-of-discrimination-in-the-workplace","title":{"rendered":"Evidence of discrimination in the workplace"},"content":{"rendered":"<p class=\"qtranxs-available-languages-message qtranxs-available-languages-message-ja\">\u7533\u3057\u8a33\u3042\u308a\u307e\u305b\u3093\u3001\u3053\u306e\u30b3\u30f3\u30c6\u30f3\u30c4\u306f\u305f\u3060\u4eca\u3000<a href=\"https:\/\/backup.altanalaw.com\/en\/wp-json\/wp\/v2\/posts\/9148\" class=\"qtranxs-available-language-link qtranxs-available-language-link-en\" title=\"English\">English<\/a>\u3000\u306e\u307f\u3067\u3059\u3002 For the sake of viewer convenience, the content is shown below in the alternative language. You may click the link to switch the active language.<\/p><p><strong>\u00a0<\/strong>The French Labor Code, inspired by European Union rules, requires the alleged victim of discrimination not to demonstrate the intention to discriminate but the appearance of discrimination.<\/p>\n<p>In the context of litigation:<\/p>\n<ul>\n<li>An employee who believes he\/she has been victim of a discrimination <strong>must only &#8220;<em>present factual elements suggesting the existence of discrimination<\/em>&#8220;<\/strong> in support of his\/ her claim (<em>article L. 1134-1\u00a71 of the Labour Code<\/em>).<\/li>\n<\/ul>\n<p>This arrangement is guided by <strong>the requirement of equality of arms<\/strong>; each party must be able to present its case and, more specifically, its evidence under equal conditions with the other party.<\/p>\n<ul>\n<li>In the second step, it will be up to the employer to demonstrate either (<em>i<\/em>) that <strong>the elements invoked by the employee are insufficient to assume that discrimination has occurred<\/strong>, or (<strong><em>ii<\/em><\/strong>) that the <strong>measure is justified by objective elements<\/strong> unrelated to any discrimination (<em>article L. 1134-1\u00a72 of the Labour Code<\/em>).<\/li>\n<li>The judge forms his conviction after having ordered, if necessary, all the measures of inquiry that he considers useful (<em>article L. 1134-1\u00a73 of the Labour Code<\/em>).<\/li>\n<\/ul>\n<p>He\/ she may therefore also have a role in the proof. The civil judge may also have a role upstream of any referral to the Labour Court.<\/p>\n<p>&nbsp;<\/p>\n<ol>\n<li><strong><u>Notion of \u201cfactual elements suggesting the existence of discrimination\u201d<\/u><\/strong><\/li>\n<\/ol>\n<p>This system of proof does not exempt the alleged victim from having to prove anything. If the employee does not have to prove that there is discrimination per se, he\/she must <strong>at least present material elements showing that there is a disparity of treatment<\/strong>.<\/p>\n<p>As an example, the recruitment of another person for the position for which the employee applied does not constitute an element of fact suggesting the existence of discrimination (<em>Cass. soc., July 3, 2012, no. 11-11.059<\/em>).<\/p>\n<p>All means of proof are admitted. These factual elements can be pay slips, memos, or testimonies, for example.<\/p>\n<ol start=\"2\">\n<li><strong><u>The role of the employer<\/u><\/strong><\/li>\n<\/ol>\n<p>If the employee provides sufficient evidence, the employer must then justify its decision by objective elements unrelated to any discrimination. <strong>In practice, the employer must demonstrate that the employees are not in an identical situation.<\/strong><\/p>\n<p>The alleged difference in treatment must be justified by legitimate reasons, i.e. by <strong>criteria of a strictly professional nature<\/strong>.<\/p>\n<p>Otherwise, the decision may be considered discriminatory.<\/p>\n<ol start=\"3\">\n<li><strong><u>Investigative measures ordered by the judge: articulation between the evidentiary regime provided for by the Labor Code and the Civil Procedure Code<\/u><\/strong><\/li>\n<\/ol>\n<p>The Labor Code expressly provides <strong>that the judge shall form his opinion after having ordered all the investigative measures she\/he deems useful<\/strong>.<\/p>\n<p>The French Supreme Court (Court de cassation) considered that <strong>the existence of the specific evidentiary mechanism of the Labor Code could not exclude the procedure provided for by article 145 of the Code of Civil Procedure<\/strong> (<em>Cass. soc., sept. 22, 2021, n\u00b0 19-26.144 F-B, n\u00b0 19-26.145, n\u00b0 19-26.146, n\u00b0 19-26.147, n\u00b0 19-26.148, n\u00b0 19-26.149<\/em>).<\/p>\n<p>Under the terms of this article, any person may ask for an order (on request or in summary proceedings) for &#8220;<em>legally admissible measures of investigation<\/em>&#8221; &#8220;<em>if there is a legitimate reason to preserve or establish, before any trial, proof of facts on which the solution of a dispute may depend<\/em>&#8220;.<\/p>\n<p><strong>For an employee, it is the possibility to access evidence exclusively held by the company and to evaluate the chances of success of his future action.<\/strong><\/p>\n<p>According to the Supreme Court, it is therefore appropriate to combine the two provisions and an employee cannot be reproached for trying to gather evidence with a view to a future dispute.<\/p>","protected":false},"excerpt":{"rendered":"<p>\u7533\u3057\u8a33\u3042\u308a\u307e\u305b\u3093\u3001\u3053\u306e\u30b3\u30f3\u30c6\u30f3\u30c4\u306f\u305f\u3060\u4eca\u3000English\u3000\u306e\u307f\u3067\u3059\u3002 For the sake of viewer convenience, the content is shown below in the alter [&hellip;]<\/p>\n","protected":false},"author":17,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-9148","post","type-post","status-publish","format-standard","hentry","category-medias","expertise-droit-social"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v22.2 - 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